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Transcript of 1 Market Research Insight and Analysis_FINAL
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Market Research, Insight & Analysis
S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H
2016
SURV£Y
In t roduct ion
Commentary
Resul ts
Trends
At t rac t ing & Reta in ing Talent
Contac t
CONTENTS
3
4
5
7
8
9
Economics 101 – Supply & Demand
Anyone reading this Salary Survey for the Market Research
Industry will know a simple truth. It is a candidate driven
market. There has always been a limited supply of high
calibre Research Executives/Managers and high demand
for these individuals, and this shows no sign of abating.
So how does this excess demand affect salaries? Gemma
Wood explores later in the survey some of the trends we
have noticed in the preceding year and the team’s predictions for 2016.
As specialist recruiters in such a competitive sector we are asked on a daily basis
for our advice on salaries: what to offer, what to ask for, how it compares to the
market and whether it will attract the right people. With this thirst for information in
mind, we felt it was a good time to formally conduct research and produce our first
annual survey for the sector.
I hope that employers find this guide timely and helpful for finding and retaining
the best talent. I also hope that it enables employees to effectively benchmark
themselves against their peers and to look at their sector and location, allowing
them to have a more informed opinion when making their next career move.
On behalf of the Sue Hill Market Research team, thank you to everyone who took
the time to complete the survey. Your input and support is very much appreciated.
Chris Jones
In t roduct ion by Chr is Jones, Managing Di rec tor
Abou t th is su rvey : The su rvey was emai led to cand ida tes and c l i en ts on the SHR da tabase in Sep tember 2015 and was hos ted on l ine v ia Survey Monkey. A l l sa la r i es a re pe r annum f igu res and rep resen t the annua l bas ic sa la ry be fo re deduc t ion o f tax , na t iona l insurance and pens ion con t r ibu t ion . A l l o the r cash payments a re exc luded. The ave rage sa la ry i s ob ta ined by a r rang ing a l l the sa la r i es pa id fo r any par t i cu la r ro le , o r g roup o f ro les , in o rde r o f magn i tude f rom h igh to low and by se lec t ing the mean va lue . The job ca tegor ies and sec to rs chosen a re based on the co re a reas o f rec ru i tmen t fo r the SHR team and the regu la r reques ts f rom c l i en ts in these sec to rs to benchmark sa la r i es fo r new and ex is t ing ro les . I f you have any comments , c r i t i c i sms o r sugges t ions re la t ing to the su rvey, p lease con tac t us – de ta i l s on page 10
S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H S A L A R Y S U R V E Y 2 0 1 5
44
2015 was a busy year for SHR MR with a huge increase in permanent vacancies with new and existing clients.
These came not just from market research agencies, but also from client side organisations and public sector
bodies. We also saw a small increase in temporary vacancies across all sectors. Our clients choose to work with
us for our specialist knowledge, extensive networks, comprehensive databases and bespoke advertising solutions.
In the agency world we have seen an increase in
recruitment at all levels but in particular at Research
Manager/Associate Director level. A number of
established agencies outside of London and from
overseas have set up offices in the capital which has
significantly increased demand for talented researchers
and senior level directors.
Client side companies continued to recruit for their
insight teams, not just to replace staff but to grow their
insight functions and reduce their reliance on agencies
to manage their market research. In particular we have
seen an increase in strategy and analytical roles as
companies try to understand both their consumers
and their data.
There have always been skills shortages across
the entire market research industry and a lack of
candidates with qualitative research, scripting and data
science skills meant there was no let-up in 2015.
With the rampant digitalisation in the industry and
the migration away from traditional methodologies
we have also seen a shortage of candidates with the
necessary technical skills for the new roles emerging.
Over the last year we have seen basic salaries
increase slightly. More importantly, candidates are
looking for companies that are innovative, different
and offer additional benefits. Competition in the market
place means clients need to make decisions on
candidates more quickly and speed up the recruitment
process or miss out on top talent. We have also seen
more flexibility from agencies with agile working and
part time working.
What do the next 12 months have in store for us?
We predict permanent hire growth across both market
research agencies and client side organisations
and an increase in temporary and part time roles in
the industry.
SUE HILL RECRUITMENT Marke t Research Team – Gemma Wood
5
Job t i t le
L O N D O N R E S T O F U K
Marke t Research Agency
S A L A R YMin
24
40
40
29
25
23
19
25
17
25
35
28
23.5
24
22
50
17
33
18
18
26
23
21
21
Average
29
41
47
32
28
27.5
20.5
28
20
29
37
32
28
24
22
61.3
18
38.5
22
22
29
26
26.5
24
Max
34
42
60
35
32
32
23
31
22
31
45
38
32
24
22
71.2
19.5
47
25
25
31
29
31
28
Min
24
40
40
30
30
25
20
27
18
27
45
30
25
30
15
51.5
24.5
30.4
18
20
28
26
25
23
Average
29
45.5
50
35
33
30
23
34
23
30
47
33
29
30
18.5
64
26
36
23.5
25
33
28
30
27
Max
34
50
60
37
36
35
27
40.5
25
40
55
37
33
30
22
80
27.5
47
27
28
35
32.5
35
30
Account Manager
Associate Director
Business Development Director
Business Development Manager
Call Centre Manager
Data Manager
Data Processing Executive
Data Processing Manager
Field Executive
Field Manager
Operations Director
Operations Manager
Project Manager
Research Analyst
Research Assistant
Research Director
Research Executive
Research Manager
Sales Executive
Scripter
Senior Project Manager
Senior Research Executive
Statistician
Survey ProgrammerFigures are in Bri t ish Pound Sterl ing (£) and (K) for thousand per annum
TaughtMasters
PhDResearch based Masters
GCSEDegreeA- leve ls
2.38%7.69%
47.6%53.8%
2.38% 2.55%
14.2%
5.13% 4.76% 1.28%
28.5% 29.4%
L E V E L O F Q U A L I F I C A T I O N
Sector C l ien t s ide/ In-house Marke t Research Agency
S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H S A L A R Y S U R V E Y 2 0 1 5
6
In-House
6
Job t i t le
L O N D O N R E S T O F U KS A L A R YMin
24
40
35
25
25
23
18.5
25
16
23
30
27
27
25
17
45
20
32
18
18
26
24
22
21
Average
30
43
45
30
28
28
20
28
19
26
37
32
30
27
18
50
23
35.5
22
22
29
26
27
24
Max
34
48
55
35
32
33
23
32
22
29
45
37
32
28
20
55
25
38
27
25
32
29
32
28
Min
25
45
40
25
30
25
20
28
18
25
35
30
28
25
17
50
20
35
18
20
28
26
25
23
Average
30
48
50
30
30
30
23
34
23
28
42
35
30
28
18
55
24
40
25
25
32
28
30
27
Max
35
52
60
35
36
33
27
40
25
33
50
40
35
32
20
60.5
26
45
30
28
35
32
35
30
Account Manager
Associate Director
Business Development Director
Business Development Manager
Call Centre Manager
Data Manager
Data Processing Executive
Data Processing Manager
Field Executive
Field Manager
Operations Director
Operations Manager
Project Manager
Research Analyst
Research Assistant
Research Director
Research Executive
Research Manager
Sales Executive
Scripter
Senior Project Manager
Senior Research Executive
Statistician
Survey ProgrammerFigures are in Bri t ish Pound Sterl ing (£) and (K) for thousand per annum
YES NO
23.8
76.2
Client side/ In-house
65.4
34.6Market Research Agency
30.8
69.2Overall
E M P L O Y E R S O F F E R I N G A D D I T I O N A L B E N E F I T S :
77
18%E A R N£40,000
W h a t d o e s t h e a v e r a g e M a r k e t R e s e a r c h p r o f e s s i o n a l l o o k l i k e ?
Female
64%
BA/BSc LEVEL55%
E D U C A T E D
40%B E E N I N T H E I R CURRENT ROLE FOR
1-3 YEARS
W O R K I N L O N D O N
66%
28%
JOB TITLE IS RESEARCH M A N A G E R
65%
Works for a MARKET RESEARCH agency
S U E H I L L R E C R U I T M E N T M A R K E T R E S E A R C H S A L A R Y S U R V E Y 2 0 1 5
8
A t t rac t ing & Reta in ing Talent
We polled some of our candidates to find out what drives them. Here’s what we learnt:
5%
26%21%
16%
32%
5%5%
Travelling time/location
Money OtherWorking environment
Poor relationship
with manager
Lack of opportunities
for progression
Redundancy
WHAT IS YOUR MAIN REASON FOR WANTING TO LEAVE YOUR CURRENT ROLE?
Money
42%
Career progression
Work/life balance
Location Office environment
(culture)
Company/ brand values
Training & support
WHAT DO YOU VALUE MOST WHEN LOOKING FOR A NEW JOB?
IN ADDIT ION TO REGISTERING WITH US, WHERE WILL YOU BE LOOKING FOR YOUR NEXT ROLE?
63%
21%
OtherSocial Media
68%
Generalist jobboards
74%
Through personal networks
5%
Print Media
63%
Industry specific jobboards
WHAT IS THE ONE THING YOU WOULD IMPROVE IN THE RECRUITMENT PROCESS?
5%
Fewer interviews
21%
Speed of process
37%37%
Thorough and honest feedback
Thorough and honest feedback
Thorough and honest feedback
Ease of application
26%26%
Ease of application
5%5%
Flexibility of interview
timings
Flexibility of interview
timings
47%47%
Prompt feedback/decision makingPrompt feedback/decision making
58%
26%
11%21%
37%
53%
9
Research SharePoint
PROFESSIONALDEVELOPMENT
IT
Publishing & Content Provision
Knowledge & Information Management
PersonalDevelopment
Insight & Intelligence
Leadership & Management
Risk & Compliance
Project Management
Records & Document Management
CONTACT US
For further information on any of our courses, or to request a copy of our course directory please contact:
T: 020 7751 7169 E: [email protected]
Our Group
As part of Progility Plc we are proud to be able to offer our customers the full range of support services
from across the group – our success is founded on a collaborative working practice.
TFPL & ILX Recruitment
Through our combined expertise we offer a seamless recruitment service across
information, knowledge, market research, insight, analytics, big data, records, and
project and programme management
ILX
An internationally recognised provider of professional learning and consulting
solutions – delivering Portfolio Programme & Project Management, IT Service
Management, Risk Management and Business Financial Literacy learning solutions.
WoodSpeen
Offers range of Apprenticeships programmes in Health & Social Care, Business
and Administration, Customer Service, Team Leading, Retail, I.T., Childcare,
Hairdressing & Barbering, Manufacturing, Warehousing & Storage.
TFPL Learning
TFPL Learning is the specialist training and development service company for the library, knowledge and
information management industry. We offer over 100 specialised courses across 11 disciplines:
RECRU I TMENTRECRU I TMENTRECRU I TMENT
10
S u e H i l l R e c r u i t m e n t i s p a r t o f P r o g i l i t y P l c – w w w . p r o g i l i t y . c o m
8 0 B o r o u g h H i g h S t r e e t , L o n d o n S E 1 1 L L – T e l : 0 2 0 7 3 7 8 7 0 6 8
E: marke t research@suehi l l .com ww.suehi l l .com